Managing Workforce

Part 1

Introduction to Employee Relations:

Armstrong (2009) suggests that employee relations are concerned with managing and maintaining the relations between two parties, the employees and the management. Bratton and Gold (2007) argue that the relationship is rather in between organised labour and the management. The term organised labour refers to a group of employees which may be supported by trade unions (defined below) that aims to, according to Bratton and Gold (2007), maximise the rewards, improve working conditions, better employee learning and development schemes and increase progression opportunities. On the other hand, management seeks to protect organisation’s best interests which are, as suggested by Armstrong (2009), retaining the services of the employees without costing too much.

Purcell and Gray (1986) suggest that there may be two categories of approach to the employee relations – individualist and collectivist. Individualistic approach involves the relations that are based on, policies that relate to an individual employee’s ‘right to advancement and fulfilment at work’ (Purcell and Gray, 1986). These relationships encourage individual employees’ motivation as the approach allows management to evaluate and monitor their individual performances and provide them with opportunities for personal development, career progression within the organisation and rewards accordingly through effective direct communication (Purcell and Gray, 1986). On the other hand, as suggested by Rose (2004), collectivistic approach to employee relations which is often referred as the industrial relations as it may involve employer associations, representing employer and employee institutions, representing employees as well as governing, focus on determining and regulating employment contracts in general through collective bargaining (defined below).

Aims of Employee Relations:

There are clear contradictions between the best interests of the employers and employees....